r/Payroll

I don’t check my bank often but why is every paycheck branded as coming into my Navy Federal account from them and not the US government? Am I missing something here? Am I no longer a federal employee?

Hi everyone,

I'm facing an issue with my EPFO service history and would appreciate any guidance from someone who has dealt with a similar situation.

Here's the timeline:

• I resigned from Company A on 8 Aug 2025.
• My resignation acceptance email clearly stated that I was "released from the services with immediate effect."
• Based on that, I joined Company B on 11 Aug 2025.
• Company B started depositing PF from my joining date (11 Aug).

Much later, I found that Company A had:

• paid me for a 15-day notice period,
• deposited PF for that period, and
• marked my EPFO Date of Exit as 22 Aug 2025.

This has created an overlap in my EPFO service history from 11 Aug to 22 Aug 2025.

I contacted Company A requesting a correction. They replied that:

• I was released with effect from 8 Aug 2025,
• they paid for the 15-day notice period as per my employment terms, therefore PF contributions were deposited till 22 Aug,
• and they cannot modify the PF exit date now and refusing to cooperate.

My questions are:

1. Is there any provision under EPFO to correct the Date of Exit in such a case?
2. If the employer refuses to modify it, can EPFO make any correction based on supporting documents?
3. Will this overlap create problems in future PF transfers or withdrawals?
4. Has anyone here successfully resolved a similar issue?

Any advice would be greatly appreciated. Thanks!

So we are being made to march hours scheduled versus hours budget not actual dollars. Anyone out there can explain why? We are literally under payroll 200 and being made to cut hours because it’s over in hours. I am baffled on why it matters

Can anyone vouch for Startek when it comes to the work environment,payroll (have you experienced any delays or disputes?), and management? I’d appreciate hearing about your experience.

New industrial projects. More automation. Global MNCs entering the region.

So here’s a question for Gen Z:

Are we actually preparing ourselves for these opportunities, or are we just watching the skyline change? 🤔

The next wave of jobs won’t just ask for a degree—they’ll expect skills, adaptability, and a global mindset.

What’s your take? Is Sambhajinagar becoming Maharashtra’s next industrial hotspot, or is there still a long way to go?

I'm going to interview for a payroll specialist position and I'm wondering: how much money can you actually make in this profession?

Hi guys, I recently got hired and this is my first medical device company and I came from a B2B world. The recruiter who told me that I will be receiving a monthly commission but then as I am reading on their comp plan it looks like I will not be getting paid any monthly commission to every dollar I sold? Also I have to be at 50% at plan? I mean I am pissed and I want to quit!!!

I was told by the recruiter that I will be paid monthly commissions but it looks like I am not. Omg. Did I make a mistake?

Help me! Can I quit this job? What would you do?

We are seriously considering moving off Paychex as the last 6 months have been problem after problem with no accountability. However, we have a 401(k) plan with them. Anyone know how to unwind this so we can go elsewhere? We have about 45 employees.

I run a commercial cleaning and facility management business based out of Sydney, and we recently expanded our contracts into Newcastle and parts of southeast Queensland. With about 45 casual and full-time cleaners on the books, managing the varying state-by-state payroll tax thresholds, workers' comp premiums, and regional award rates has become an absolute nightmare. My current local bookkeeper is completely out of their depth, and I am terrified of getting hit with an audit because our reporting feels incredibly messy right now. I am seriously considering moving everything over to Bishop Collins Accountants since they operate regionally across NSW and seem to handle complex corporate compliance and structured advisory work rather than just basic tax returns. Has anyone used them to handle multi-state payroll structures or restructure business operations for a growing service company? I really need a firm that can proactively step in, clean up our payroll strategy, and give me clear reporting before we take on any more interstate contracts.

I’ve been in my current payroll role for about a year, and I’m interviewing for another payroll position that would pay significantly more and could offer better benefits.
The problem is that my current company just migrated to a new payroll system. We’re still working through issues, and everyone has been putting in long hours to get everything running smoothly. I even worked from 8:00 AM until 10:45 PM recently because of the migration.
I genuinely care about my team, and I feel guilty even thinking about leaving while they’re still figuring everything out. Part of me feels like I’d be letting them down after everything we’ve worked on together.
At the same time, I’ve also been feeling underpaid and increasingly unsupported in my current role. I’m trying to think about my long-term career, financial stability, and benefits, but I keep coming back to the guilt of the timing.
Has anyone else been in a similar situation? If you left during a major project or system implementation, how did you handle the guilt? Did your team understand, or did you regret the timing?

Location: Tennessee

I am a salaried-exempt manager for a business. We are mandated to work 45 hours per week. We’re also required to clock in and out to show our hours for accountability.

I suffered an injury on the job about 2 months ago and have been going through worker’s comp. For doctor’s visits and other things pertaining to treatment, I am occasionally out of work. I’ve used PTO for some of it, but have recently decided to stop using my accrued PTO so I could save it up.

Since they’ve been adjusting my pay to make up for time lost, I’ve noticed that they are not reporting my hours on payroll accurately. At first I noticed it was capped at just 80 hours, which Google told me makes sense since I’m salary exempt. But on my recent check (since I’ve stopped using PTO) they reported my hours as being 13 hours different than what I’ve actually worked and can verify with my time punches. I saw that to figure out my pay, they took my “hourly rate” and multiplied it by the hours they claimed I worked. If I was paid according to my actual worked hours, I would’ve been paid close to $500 more than what I was actually paid.

Is this legal? Is this normal for salaried positions?
I haven’t experienced this before, but this is also my first salaried job where they require us to track hours by clocking in and out so I might just be overthinking it. It does feel bad though.

Thanks in advance!

Need small software just to calculate salaries and advances and absence deductions and EMI for advances. i will upload employe details in the software, and it can auto-calculate the payable and give me a form so that i will manually transfer it to everyone. No tax, no gratuity, no attendance,, no HR. Nothing is needed.

Almost every software in the market charges per person. that seems way over the budget. Can anyone help me?

I’ve finally gotten the go ahead to tell Paycor (somewhat politely) to kick rocks. After 3 years of gaslighting, screwing up our benefits, and demolishing what little morale I have left after dealing with them, I’ve gotten the green light to upgrade. 🕺

We have 250 employees in California. No union workers. Payroll is in-house with majority of workers working M-F 8-5 jobs. About a third are hourly and the rest are salaried. Pretty standard company, nothing too interesting about us.

We narrowed it down to these 3x vendors. Any warning stories?

- Paylocity seem too good to be true

- UKG Ready feels like the right vendor for our size

- Workday feels too big for a company with a small HR team - worried workload is too much with one dedicated HRIS resource?

Big thank you to anyone who has recommendations for these companies!

(And if you are reading this and thinking about switching to Paycor, happy to discuss our experience.)

ETA - We are doing demos on all 3 right now. Appreciate you all mentioning to get a demo booked. But we all know they “oversell” in a demo so really appreciate some color commentary on those systems.

Well, my company is being acquired by Kroger (so you can probably guess where I work). Anyone out there gone through an acquisition with them? What can I expect. Currently everyone is saying nothing will change, but we all know corporate jobs are the first place they cut. I understand they own around 19 other companies and supposedly many of them operate independently for the most part. I'm just wondering how nervous I should be. Of course I'm going to polish my resume, make records of everything I've done and built in this role. Just really sucks because I thought this was a company I could possibly retire from, somewhere I actually felt secure. Our people keep talking it up about how exciting it is. Yeah, you already make bank and aren't concerned about not having a job for however long, and the front line workers are likely safe, but those of us behind the scenes know better, and it would just be nice to at least hear one of them acknowledge that.

Hello! I am trying to find some validation, or correction from some of you lovely payroll experts who are familiar with prevailing wage jobs.

I am just an Admin myself, but I've done a few years of Construction Contracting where most of our jobs were subject to David Bacon, some had Union requirements, and some had both. It's my understanding that David Bacon/prevailing wage compliance requirements are completely separate from Union reporting. The complicated, certified payroll documents one has to submit for prevailing wage requirements has nothing to do with your employees' Union affiliations, and the Union won't submit anything related to prevailing wage to whoever is supposed to get it on your behalf. It's 100% the employer's responsibility to comply with local and federal prevailing wage regulations.

I currently work for a Civil Engineer, and I noticed we had a contract with prevailing wage requirements. I raised the flag on this because we do have a Surveyor on payroll, and I knew he'd be used. I was told by basically EVERYONE in the office, from Project Managers who have been doing this work for 30 years, to our Accounting department that they just have to submit this Surveyor's payroll to the Union. They take care of everything. Literally have had multiple Engineers tell me prevailing wage is just a law to make sure people get paid Union wages.

I am 99% sure that is incorrect based on my past experience, but I seem to be the only person in the entire company who is aware of this. Googling the laws and trying to comprehend them also makes me pretty certain I'm right, but I'm feeling gaslit at this point with how insistent these people are. I would greatly appreciate if an expert here could let me know if I'm the wrong one here, or if I should keep raising this flag until someone finally listens?

Thank you, all! And thank you for making sure the rest of us get paid!

Hi, I have an interview for a payroll administrator next week. Its an internal role for retail company that I work for, I have already interviewed for this same position last year and I didn't get the job, but the feedback was positive they said I came in second and they went with someone that was in more senior role than who had more experience either time attendance and oracle, they did not give me anything the I could improve on.

So the same job came up again and emailed the person that advertised the role before and they encouraged me to apply again and said the team would be happy to consider me again.

I called for an interview immediately the day after I applied, but I guess I just dont know what they will ask me this time, the same two people are interviewing me the payroll manager and a payroll specialist.

What could I learn or improve more to get through this time, I did a payroll essentials course on Alison before which I learnt the basics of payroll. I have Excel before but not much, I said on my CV that I am developing my skills on VLOOKUPS and pivot table since I thinks thats what's used most.

Any advice on what i can do better, maybe short courses to learn more about excell or anyone who had similar situation to interview for the same job twice that would be helpful.

I would appreciate any assistance.

Hi all,

to keep it short, I’ve been STRUGGLING trying to find a good payroll software for my small business. I have 6-8 w2 employees at any time (no benefits or 401K yet, still new). we pay on a weekly basis and I just Zelle as “direct desposit“ essentiall. I currently use QBO for payroll and have no issues really, but don’t like how they are automating everything July 1st. I know many people who like the automated payments, but I do not. I have had issues with quickbooks filing so I prefer to do everything myself. I am the one who does all the payroll in the company and am looking for a good software not a company to do it. I have been looking into Patriot Software but doesn’t seem like a common one that’s ever talked about. any advice????